notebook N.H1
8 of 10 workers want out How would you feel if more than
80% of your staff was looking for a new position? Believe it or not, a recent study of
more than 1,000 employees in North America found that 84% of them felt so trapped, they planned to seek a new job in 2012. Only 5% said they intended to remain in their current position. “Employees are restless and feel
they are lacking in options,” says Bram Lowsky, executive vice president of Right Management, the firm that conducted the survey. “The prolonged period
of economic uncertainty has meant much less job mobility than usual, and employees understandably believe they have fewer career opportunities, either internally or via a new position.” Lowsky suggests managers identify
their star performers and have construc- tive career discussions with them. “These kinds of people always have
career options,” he says. “It’s your job to know who they are, to let them know you know who they are and to tune in to their individual motivators in order to hold onto them.”
Obedience classes for cats?
A Trends magazine, April 2012
n Australian veterinarian holds obedience classes for cats—but says they learn to sit and fetch
only if the lessons are one-to-one, reports the New York Post. “If you get more than one cat in
a room, the claws come out,” says Dr. Nicole Hoskin. She said she’s been able to teach
hand commands to Buzz, a 10-week-old kitten with hearing problems. Source: “Weird But True,” New York Post, Dec. 17, 2011
What is harassment? Did you know that you can be held
liable for harassment even when the unlawful behavior happens outside your hospital or is committed by someone who isn’t on your staff? According to the U.S. Equal Employ-
ment Opportunity Commission: It is illegal to harass an employee
because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to harass someone because they have complained about discrimination, filed a charge of discrimi- nation or participated in an employment discrimination investigation or lawsuit. Harassment can take the form of
slurs, graffiti, offensive or derogatory comments, or other verbal or physical conduct. Sexual harassment (including unwelcome sexual advances, requests
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for sexual favors and other conduct of a sexual nature) is also unlawful. Although the law does not prohibit simple teasing, offhand comments or isolated incidents that are not very serious, harassment is illegal if it is so frequent or severe that it creates a hostile or offensive work environment, or if it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s
supervisor, a supervisor in another area, a co-worker or someone who is not an employee of the employer, such as a client, customer or private contractor. Harassment outside of the work-
place may also be illegal if there is a link with the workplace—for example, if a supervisor harasses an employee while driving the employee to a meeting. For more information, visit
eeoc.gov <
http://www.eeoc.gov/> .
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